Show HN: Finding the best people in any field instantly, with AI

In short, any CV is just a list of activities and achievements. When recruiters screen CVs, they evaluate those activities in their heads, making up an overall judgment about the person. This work takes time, and it's very subjective. I was a recruiter too, screening hundreds of CVs every day, and asked myself: Why can't we just build a single, objective scoring system, put it inside the system, and instantly see all candidates scored and ranked?

If you look at your CV and try to evaluate yourself - try to see a little deeper and break down this evaluation process. You can see that each activity is just a set of parameters. By assigning weights to those parameters, and having proper formulas, we can score each activity. Basically, we want the system to be like a good, professional recruiter. Of course, we are not interested in parameters that can lead to bias. Only activities and achievements. To make it more objective, we add more types of activities, much more than one can add on LinkedIn (as an example).

I've built an MVP with the university's grant - and this solution proved to work. Not only scores and ranks all professionals in any field. Since 1) we transformed all activities into numbers and b) each activity has some timing - we get statistical data for any person, very similar to the activity overview on GitHub. It's possible to make forecasts with high probability. From my experience, people tend to keep their activity level for many years. High-performing students usually become high-performing employees and quickly grow through their careers.

Even more, by combining individual scores, we get an overall score of any team or organization. We can rank a college based on the scores of all current students, alumni, and faculty. We can rank a company based on the scores of all employees and top management. We can compare teams and companies, evaluate their human capital, and forecast their growth. We can connect human capital data to financial data - to make better, informed business decisions.

Being a recruiter, I used various solutions available on the market. I was wondering why all of them are similar to each other and why they're all bad. Is it because the entire approach was wrong? Do we need job posts and applications when we instantly see all lawyers in the city scored and ranked by their experience and results? Do we need ATS? Line managers always asked me why it took so much time to find a single good candidate. They just wanted all the best candidates right now. Do we need to collect hundreds of applications and arrange time-consuming recruitment funnels? Or do we need a merit-based ranking and instantly choose a bunch of candidates? (Of course, we should never have graphic designers and accountants in one ranking.) At the end, there's always an interview or two. And only a manager can make the final decision.

So what do you think? (By the way, if you would like me to join your team, contact me at oitkenmen@gmail.com)